ASSIGNMENT 4 FORMING YOUR TEAM

JGR200

Week 5 Assessment Tools Reading

Read about the three assessments in this document and complete the worksheet that follows.

I. The DiSC Assessment

The DiSC Assessment is a behavior assessment tool that we learned about in JGR 100. It centers

on four different behavioral traits: Dominance, Influence, Steadiness, and Conscientiousness.

DiSC can be used to assess an employee’s general personality, and which type of job (and

accompanying work style) may suit them best. It can also help to identify someone’s

management style and how they can most efficiently manage employees with differing

personalities.

SAMPLE DiSC QUESTIONS

1. In my work environment, it is most important to me to:

a. Help co-workers and to be in a peaceful environment.

b. Feel that my co-workers admire me and to be free from rigid rules.

c. Know exactly what is expected of me and to finish one task before moving to another.

d. Get things done and to see results.

2. In my work environment, it is least important to me to:

a. Help co-workers and to be in a peaceful environment.

b. Feel that my co-workers admire me and to be free from rigid rules.

c. Know exactly what is expected of me and to finish one task before moving to another.

d. Get things done and to see results.

3. When someone offers an opinion or conclusion and I disagree, I am most likely to...

a. Tell them that I disagree.

b. Say something humorous.

c. Ask for more information.

d. Nod and say nothing.

If you want to learn more about the DiSC Assessment, check out their website!

DiSC Profile

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JGR200

II. The Criteria Cognitive Aptitude Test (CCAT)

The CCAT measures an individual's aptitude, or ability, to solve problems, digest and apply

information, learn new skills, and think critically. The CCAT consists of 50 items that involve

reasoning and problem-solving skills that need to be completed in just 15 minutes.

Tests like this are valuable predictors for success in hiring people for jobs that require problem-

solving and analytical skills. Not only that, but research also shows that cognitive aptitude is one

of the most accurate predictors of job success: twice as predictive as job interviews, three times

as predictive as experience, and four times as predictive as education level.

SAMPLE CCAT QUESTIONS

1) If a train travels at a speed of 400 miles per hour, how many hours will it take to travel 3000

miles?

A. 5

B. 6

C. 6.5

D. 7

E. 7.5

Answer: E

2) Only professors work on the 5th floor. Some secretaries work on the 3rd floor. Jonathan is a professor.

Jonathan works on the 5th floor. Is this statement:

A. Correct.

B. Incorrect.

C. Unable to be determined from the information.

Answer: C

Follow this link if you want to learn more about the CCAT.

Criteria Cognitive Aptitude Test (CCAT)

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III. The Emotional Intelligence Appraisal

As we discussed in week 4, Emotional Intelligence is the capacity to assess and be aware of both

your own emotions and those of others, and to use that knowledge to interact in an empathetic

and productive manner.

The Emotional Intelligence Appraisal provides an overall EQ score and measures each individual’s

capacity for self-awareness, self-management, social awareness and relationship management.

SAMPLE EI TEST QUESTIONS:

ALWAYS OFTEN SOMETIMES RARELY

People have told me I’m a good

listener.

I stay calm under pressure.

I handle criticism well.

Key: There are no right or wrong answers, but more positive = more EI points.

Here’s where you can find more information about the Emotional Intelligence Appraisal.

Emotional Intelligence Appraisal

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Week 5 Worksheet

Read each hiring scenario. For each scenario, decide which of the three tools would be the most effective in evaluating a candidate for the position.

Write your answers in this document, beginning each answer directly after the scenario it applies

to. Explain which tool you chose and why the tool is more appropriate than the other tools. Your

answer should be a well-developed paragraph that includes references to the course resources.

● SCENARIO #1: Your human resources department needs to hire a new Employee Relations

Manager (ERM). This person’s job is to manage conflict and workplace issues between

managers and employees across three separate departments. The ERM must be able to

handle disgruntled employees and managers with compassion, discretion and

professionalism even in situations where tempers may run high.

The emotional intelligence appraisal is the most effective tool for determining whether an

individual can serve effectively as an employee relations manager. The assessment tool is

adequate for evaluating the individuals interested in filling the position because it determines

how effectively individuals can control their emotions and those of others. These traits will be

fundamental to the employee relations manager, who will be tasked with emotionally charged

situations such as resolving the conflicts that arise in the workplace. The professional should have

the skills needed to control the emotions of the conflicting parties and reason with them

effectively, and ensure that they resolve their problems constructively. Subsequently, having an

emotionally balanced demeanor is essential in resolving other issues that may arise in the

workplace, such as disagreements between workers about the strategies they should use to

complete different projects. The tool will aid in selecting the individual who will have the

emotional intelligence needed to effectively manage the issues that arise in the workplace.

● SCENARIO #2: You need one more person on a team you’re putting together to launch a

new tech startup business. You want to make sure this person’s personality balances out

with the others you’ve already hired. Specifically, you’re looking for someone enthusiastic

and outgoing, but also detail-oriented and focused.

The DiSC assessment tool will be the most appropriate method for selecting individuals with

specific mannerisms to join other individuals and work as a team. This is because the device is

structured to deduce the behavioral traits that individuals possess; hence can be used to

determine whether the selected individual has the attributes needed to perform the required

task appropriately. The tool is used to determine whether professionals have traits such as

dominance, influence, steadiness, and conscientiousness; hence can be used to deduce whether

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the selected individual is focused and is keen on ensuring that all details are followed effectively

when completing a task. It is a vital tool that helps determine whether the personality that an

individual possesses aligns with the other members of the team; hence they will be able to work

together effectively. The questions in the assessment tool, such as how individuals may react to

different situations, will help determine their personalities and personal attributes.

● SCENARIO #3: You’re hiring a new financial analyst for your organization. This position

needs an individual with strong problem-solving and reasoning skills as well as in-depth

mathematical abilities.

The assessment tool that effectively selects the individual who will work effectively as the

financial analyst in the company is the CCAT model. This is because the assessment tool helps

determine whether an individual has adequate problem-solving skills that are essential in

handling the complexities associated with the role of the financial analyst. The professionals

perform several critical functions in the company, such as predicting the expenses that a

company will incur over a period of time and projecting the budgetary allocations needed for

different projects effectively. Therefore, the position should be filled with individuals who have

adequate problem-solving skills to solve any challenges that emerge in the organization, such as

inadequate funds allocated to different projects effectively. The assessment tool will help select

the individual who can fill the position effectively. It asks queries that can determine how those

interested in the job would respond to the different situations to determine how efficient their

problem-solving skills are.

© 2020 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may

not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

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JGR200

© 2020 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may

not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

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